1342 Coordinator, Organizational and Talent Development


TITLE Coordinator, Organizational and Talent Development




IMMEDIATE SUPERVISOR Director of Human Resources

MAJOR ADMINISTRATOR Vice President for Administrative Services


The Coordinator, Organizational and Talent Development designs, implements, and coordinates a comprehensive organizational development program to meet the University’s need for a productive and motivated work force by providing a comprehensive and sustained approach to improving employee effectiveness through programs such as the University Staff Ambassador leadership development program and the Bear Connections mentoring program.  The Coordinator, Organizational and Talent Development reviews and evaluates program goals, aligns programming with the strategic plan and action items, and develops special programming to address identified leadership development and mentoring needs.


Education: An Associate’s degree is required; a Bachelor’s degree in human resource management, organizational development, instructional design or a related field is preferred.

Experience: At least five years of professional development management and training experience is required.

Skills:  Excellent interpersonal skills are required.  Effective verbal and written communication skills are required. Understanding of and the ability to utilize training methods that will actively engage adult learners are required. The ability to create and deliver programming using presentation software and hardware is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Knowledge and understanding of the structure and culture of the University is preferred.


1. Develops programming, organizes logistics, provides leadership and coaching, evaluates program effectiveness, and manages mentoring programs, including but not limited to, University Staff Ambassadors, (USA), USA Alumni Association, and the Bear Connections Program.

2. Administers programs by developing programming and curriculum, selecting and coordinating program facilitators and department liaisons, negotiating fees, conducting facilitator and liaison workshops, managing program delivery logistics, evaluating and tracking outcomes, and managing programming budgets.

3. Administers mentoring partnerships, vets, cultivates, and manages volunteer mentors, develops and provides training to mentors, develops and provides informational materials to participants, monitors the pairings and intervenes if needed, evaluates outcomes, and manages databases and programming budgets.

4. Conducts program and training evaluations, analyzes and reports program performance, solicits, makes, and implements recommendations for change and improvement by using assessment questionnaires, tests, and interviews, conducting surveys, and consulting with supervisors, department heads, and directors.

5. Develops and coordinates networking and training opportunities for new staff employees, such as Clif’s Connection, Lunch and Learns, etc.

6. Cultivates and manages participants in service opportunities, provides additional training, programming, volunteer, and networking opportunities, coordinates volunteers for campus services projects, tracks volunteer service hours, and coordinates the University Staff Ambassadors Advisory Council in developing alumni association activities.

7. Reviews programming and training goals in light of the University’s strategic plan and action items and develops programming to address identified needs.

8. Collaborates with functional areas on outreach efforts related to informing employees of their benefits, training, professional development, and networking opportunities using all forms of communication, including social media.

9. Plans, executes, and oversees a variety of events related to employee engagement.

10. Maintains records on functional program offerings, registrations, attendance, individual employee training histories, prepares reports on employee participation, develops queries to support other units, provides reports as requested by the Director of Human Resources, and maintains a website that supports registration and information or related opportunities.

11.  Maintains a resource library for staff development and training by subscribing to professional journals, newsletters, and related publications, evaluates internal and external training and educational materials, and adds such materials as appropriate to the library.

12. Contributes to a learning and work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

13. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, attending training and/or courses as directed by the supervisor, and maintaining appropriate continuing education and certification requirements.

14. Supports the overall success of the Office of Human Resources by performing all other duties as assigned.


The Coordinator, Organizational and Talent Development is supervised by the Director of Human Resources and supervises graduate assistants, full- and part-time employees.




Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.

Factor 2: Supervisory Responsibility

Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

Factor 3: Interactions with Others

Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.